“Work was already going to change thanks to consumer demand and business innovation. Now, the pandemic of 2020 forces you to leap five years forward in your workforce strategy in a single bound.”
– Forrester, The Future of Work Starts Now, 2020
We all feel it. Talent acquisition is undergoing a significant transformation. Stemming from the state of the world in Q1 2020, we now see a massive shift in how we work.
The good news is you can make your business more resilient to change and achieve ambitious talent goals by equipping your teams with technology purpose built for talent teams—beginning with your applicant tracking system. Today we’ll cover the obstacles talent leaders face today and how to choose an ATS that meets those needs. Think of this as your comprehensive guide to buying an ATS.
You can expect to learn how to:
To learn the solutions above, you’ll first need to understand and reflect upon the obstacles you face today.
The typical objections encountered as you present your case for intelligent recruiting software include:
(Click on the objection you connect with most, or read on to learn about all five)
If your problems are operations and efficiency, align specific tech priorities to current business goals.
You can start with top-level alignment because your business case relies on a clear path to business value.
Take a moment to determine which of the following sample goals align with your current and future business needs (and adjust as necessary):
Current business goals
Future business goals
Suppose your company relates with any of the above current or future goals. That’s just one path to opportunity through your applicant tracking software.
An intelligent, connected applicant tracking system helps you:
The goals you chose are your foundation for business transformation.
Suppose you’re experiencing problems with lengthy procurement and implementation processes that disrupt hiring. In that case, get specific about the required functionality to get hiring expedited and accurate.
You can start by determining your core functionality needs.
Here is an example of core functionality tied to talent attraction:
Once you’ve marked off your core functionality, it’s time to lean on those benefits and value. Below are some of the top benefits of a focused ATS for employers and candidates.
When you align your core functionality needs to tangible value, procurement is more likely to listen to your business case.
Employer benefits and values:
Candidate / employee benefits and values:
The final step in this section is to show proof. (Check out all these customer success stories to find the best example for your specific situation.)
Here is an employer example:
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Room & Board achieved a turnover rate under 15%. It maximized their new talent pipelines by automating outreach to prospective job seekers and maintaining robust talent pools to fill open roles across 16 locations. |
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Interested in learning more about core functionality and their benefits and value for:
…then download “The business case for focused and inclusive applicant tracking software.”
Suppose your problem is that your budget is not allocated, and ROI isn’t clear enough to change that. In that case, evaluate which foundation will support your desired functionality.
You can start by determining the applicant tracking functionality you’d like to improve or introduce. Consider the underlying platform you need to keep everything running smoothly.
Many buying committees face the choice between:
But it boils down to this: modern hiring requires more than an add-on recruiting module within your HCM.
If you’re struggling to make a case for an applicant tracking system that won’t disrupt your HCM workflows, here are some key points to support you:
When recruitment is not your HCM vendor’s priority, your team is vulnerable to:
Gartner shares that by 2025, 60% of enterprises will invest in an HCM for HR and talent management but will still need to source 20% to 30% of their HCM requirements from other solutions due to functionality gaps.
When a focused ATS integrates with your HCM, results happen:
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Suppose your problem is resources are spread thin, and learning curves can deter results. In that case, focus on benefits to show ROI.
Honestly assess the ROI of change. To better understand the benefits, costs, and risks associated with the investment in focused talent acquisition technology, Forrester interviewed experienced users of the iCIMS Talent Cloud.
Their key findings include:
Interested in learning more about the qualified benefits and unqualified benefits for:
…then download “The business case for focused and inclusive applicant tracking software.”
Suppose your problem is that there’s fear of risking data integrity when syncing between new systems. Know your stakeholders and translate advantages that matter to each of them.
You can start by identifying your key players, like CHRO, HR Ops, CTO, CEO, and CFO, and aligning their priorities to critical opportunities.
CHRO priorities to align to:
Align your needs with what your CHRO cares about:
Building a dynamic and adaptable organization takes solutions that deliver the right strategic data, insights, and flexibility to create a more productive, more inclusive business. A focused and inclusive ATS embedded in a talent cloud does that while complementing our HR platform.
Check out “The business case for focused and inclusive applicant tracking software” to discover which priorities and opportunities align to your HR Ops, CTO, CEO, and CFO.
Interested in learning more about buying strategies? Check out the conversation in our recent webinar: “Simplify your search for talent tech.”
